組織情境因素對員工訓練學習暨遷移動機影響之探討

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：104

、訪客IP：3.129.69.13

姓名

張曉文(Vivian Chang) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

組織情境因素對員工訓練學習暨遷移動機影響之探討
(The Influence of Organizational Contextual Factors on Employee Motivation to Learn and Transfer)

相關論文

★ 訓練前相關資訊、資訊來源、自願參訓及員工個人屬性對訓練動機的影響	★ 在職訓練指導員教學意願及績效之探討－以設備及技術維修人員為例
★ 壽險業務員人格特質與工作績效之關連性研究

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

在影響訓練和遷移結果的諸多因素中，誠如 Noe (1986) 所言，學員的態度和動機是影響訓練課程成效的關鍵因素，但卻通常被忽視。員工雖然有足夠的學習能力，一旦缺乏訓練動機，不但訓練學習會降低，亦會影響學員遷移所學至工作職場的意願和結果。然而，究竟有哪些組織情境因素對提高訓練學習動機和遷移動機有助益？
本研究以參加國內兩家企業管理顧問公司舉辦之公開班訓練課程 (金融知識和電腦技術課程) 的企業人員為研究對象，進行問卷調查 (有效問卷 204份)。經因素分析、信度分析、相關係數分析、以及階層式迴歸分析所作的研究結果顯示，四項組織情境因素中僅有組織支持認知對員工訓練學習動機具有正向影響。另外，四項組織情境因素中，訓練後負有責任與義務，以及組織支持認知都對員工訓練遷移動機有正向影響，而主管訓練指派對員工訓練遷移動機為顯著負向影響，顯示自由選擇參加訓練課程會提高員工的動機，願意將所學習的訓練內容遷移至工作中。藉由本研究結果，期望企業的人力資源單位和管理者能善用管理行為和組織情境，影響員工的認知和訓練學習與遷移動機，以提昇員工的工作績效，使得企業人力資產的效能極大化。

摘要(英)

Within the multiple factors which have effects on training and transfer, as mentioned by Noe (1986), the key factors can be ascribed to employee attitudes and motivation; however, they are often ignored. The consequences are in spite that employees possess sufficient ability, lack of training motivation leads to decrease of learning and insufficient transfer of training back to the work settings. After all, what organizational contextual factors are beneficial for enhancement of motivation to learn and motivation to transfer?
This study surveyed the corporate trainees who attended the open workshops conducted by two training consulting companies in the area of financial knowledge and computer skill respectively with a total of 204 effective questionnaires. Based on the analyses of the factor, reliability, correlation coefficient and hierarchical regression, the results can be concluded as follows: Among the four dependent factors, only perceived operational support is positively correlated to motivation to learn. Moreover, among the same dependent factors, both accountability and perceived organizational support are positively correlated with motivation to transfer. And as hypothesized, assignment of training is verified to be negatively correlated with motivation to transfer. The result suggested that degree of choice will elevate employee motivation to learn and transfer to the job. In summary, the corporate human resources department and the management are expected to leverage the insights indicated in this study to make good use of their management actions and contextual situations to affect employee positive perceptions and accordingly enhance their motivation to learn and transfer, which will lead to the high work performance and maximization of corporate human capital productivity.

關鍵字(中)

★ 訓練塑形
★ 訓練學習動機
★ 組織支持認知
★ 訓練後負有責任與義務
★ 訓練遷移動機
★ 訓練指派

關鍵字(英)

★ Training assignment
★ Motivation to transfer
★ Degree of Choice
★ Accountability
★ Perceived Organizational Support (POS)
★ Motivation to learn
★ Framing

論文目次

目錄
第一章、緒論-----------------------------------------------1
第一節、研究背景與動機--------------------------- ---1
第二節、研究目的-----------------------------------------2
第二章、文獻探討-----------------------------------------4
第一節、訓練學習動機之探討-------------------------4
第二節、訓練遷移動機之探討-------------------------7
第三節、組織情境因素與訓練暨遷移之探討------9
第四節、組織情境因素之探討-------------------------11
第三章、研究方法----------------------------------------22
第一節、研究架構與假設-------------------------------22
第二節、研究對象----------------------------------------23
第三節、研究程序----------------------------------------25
第四節、研究變數與測量工具------------------------26
第五節、統計分析----------------------------------------31
第四章、研究結果----------------------------------------32
第一節、相關係數分析----------------------------------32
第二節、階層式迴歸分析-------------------------------36
第五章、結論與建議-------------------------------------40
第一節、研究結論----------------------------------------40
第二節、管理上的意涵----------------------------------43
第三節、研究限制----------------------------------------44
第四節、後續研究建議----------------------------------45
第五節、結語-----------------------------------------------46
參考文獻------------------------------------------------------47
附錄------------------------------------------------------------56
附錄一、問卷調查表-------------------------------------56
圖目錄
圖 2-1 情境因素對訓練成效的影響--------------------10
圖 3-1 研究架構圖------------------------------------------22
表目錄
表 3-1 施測課程名稱及問卷回收彙整表--------------24
表 3-2 組織支持認知量表---------------------------------27
表 3-3 訓練學習動機問卷量表--------------------------28
表 3-4 訓練遷移動機問卷量表--------------------------29
表 3-5 訓練熟悉度量表------------------------------------30
表 3-6 自我效能量表---------------------------------------30
表 4-1 研究變數的平均數及標準差--------------------32
表 4-2 各變數之相關矩陣---------------------------------34
表 4-3 迴歸分析表-------------------------------------------37

參考文獻

參考文獻
Armeli, S., Eisenberger, R., Fasolo, P., and Lynch, P. (1998), “Perceived organizational support and police performance: The moderating influence of socioemotional needs, Journal of Applied Psychology, 83, 288-297.
Axtell, C.M., Maitlis, S., and Yearta, S.K. (1997), “Prediction immediate and longer-term transfer of training”, Personnel Review, 26, 201-213.
Bahn C. (1973), “The countertraining problem”, Personnel Journal, 28, 1068-1072.
Baldwin, T.T., and Ford, J.K. (1988), “Transfer of training: A review and directions for future research”, Personnel Psychology, 41, 63-105.
Baldwin, T.T., and Magjuka, R.J. (1991), “Organizational training and signals of importance: Linking pre-training perceptions to intentions to transfer”, Human Resource Development Quarterly, 2, 25-36.
Baldwin, T.T., Magjuka, R.J., and Loher, B.T. (1991), “The perils of participation: Effects of choice of training on trainee motivation and learning”, Personnel Psychology, 44, 51-65.
Bandura, A. (1982), “Self-efficacy mechanism in human agency”, American Psychologist, 37, 122-147.
Blau, P.M. (1964), Exchange and power in social life, New York: Wiley.
Brinkerhoff, R.O., and Montesino, M.U. (1995), “Partnerships for training transfer: Lessons from a corporate study”, Human Resource Development Quarterly, 6, 263-274.
Cannon-Bowers, J.A., Salas, E., Tannenbaum, S.I., and Mathieu, J.E. (1995), “Toward theoretically based principles of training effectiveness: A model and initial empirical investigation”, Military Psychology, 7, 141-164.
Cheng, W.L. and Ho, C.K. (2001), “A review of transfer of training studies in the past decade”, Personnel Review, 30, 102-118.
Clark, C.S., Dobbins, G.H., and Ladd, R.T. (1993), “Exploratory field study of training motivation”, Group and Organization Management, 18, 292-307.
Daft, R.L., and Weick, K.E. (1984), “Toward a model of organizations as interpretation systems”, Academy of Management Review, 9, 284-295.
Dutton, J.E., and Jackson, S.E. (1987), “Categorizing Strategic Issues: Links to organizational action”, Academy of Management Review, Vol. 12 No. 1, pp. 76-90.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P.D., and Rhoades, L. (2001), “Reciprocation of perceived organizational support”, Journal of Applied Psychology, 86, 42-51.
Eisenberger, R., Cummings, J., Armeli, S., and Lynch, P. (1997), “Perceived organizational support, discretionary treatment, and job satisfaction”, Journal of Applied Psychology, 82, 812-820.
Eisenberger, R., Fasolo, P., and Davis-LaMastro, V. (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, 75, 51-59.
Eisenberger, R., Huntington, R., Hutchison, S., and Sowa, D. (1986), “Perceived organizational support”, Journal of Applied Psychology, 71, 500-507.
Facteau, J.D., Dobbins, G.H., Russell, J.E.A., Ladd, R.T., and Kudisch, J.D. (1995), “The influence of general perceptions of the training environment on pre-training motivation and perceived training transfer”, Journal of Management, 21, 1-25.
Fasolo, P. (1995), “Procedural justice and perceived organization support: Hypothesized effects on job performance”, In R. Cropanzano & K.M. Kacmar (Eds.), Organizational politics, justice and support: Managing Social climate at work (pp. 185-195). Westport, CT: Quorum Press.
Feldman, M., and March, J.G. (1981), “Information in organizations as signal and symbol”, Administrative Science Quarterly, 26, 171-186.
Fleishman, E. (1953), “Leadership climate, human relations training, and supervisory behavior”, Personnel Psychology, 6, 205-222.
Fleishman, E.A., and Mumfor, M.D. (1989), “Individual attributes and training performance”, in I.L. Goldstein (Ed.), Training and development in organizations (183-255), San Francisco: Jossey-Bass.
Ford, J.K., Quinones, M.A., Sego, D., and Sorra, J. (1992), “Factors affecting the opportunity to perform trained tasks on the job”, Personnel Psychology, 45, 511-527.
Froman, L. (1977), “Some motivational determinants of trainee effort and performance: An investigation of expectancy theory”, Dissertation Abstracts, 45, 2411-5 (University Micofilms No. 77023975).
George, J.M., and Brief, A.P. (1992), “Feeling good-going good: A conceptual analysis of the mood at work-organizational spontaneity relationship”, Psychological Bulletin, 112, 310-329.
Georgenson DL. (1982), “The problem of transfer calls for partnership”, Training and Development Journal, 36(10), 75-78.
Gist, M.E., and Mitchell, T.R. (1992), “Self-efficacy: A theoretical analysis of its determinants and malleability”, Academy of Management Review, 17, 183-211.
Golden, M.E., and Cohen, S.L. (1973), “Training behavior as a predictor of trainability”, Personnel Psychology, 26, 261-272.
Goldstein, I.L. (1974), Training: Program development and evaluation, Monterey, CA: Brooks/Cole.
Goldstein, I.L. (1985, August), Organization analysis and evaluation models, Presented at the 1985 meeting of the American Psychological Association, Los Angeles, CA.
Goldstein, I.L. (1993), Training in organizations: Needs assessment, development, and evaluation, (3rd ed.), Monterey, CA: Brooks/Cole.
Gouldner, A.W. (1960), “The norm of reciprocity: A preliminary statement”, American Sociological Review, 25, 161-178.
Greenberg, M.S. (1980), “A theory of indebtedness”, In K.S. Gergen, M.S. Greenberg, & R.H. Willis (Eds.), Social exchange: Advances in theory and research (3-26), New York: Plenum Press.
Guerrero, S., and Sire, B. (2001), “Motivation to train from the workers’ perspective: Example of French companies”, International Journal of Human Resource Management, 12:6, 988-1004.
Guzzo, R.A., Noonan, K.A., and Elron, E. (1994), “Expatriate managers and the psychological contract”, Journal of Applied Psychology, 79, 617-626.
Hicks, W.D. (1984), “The process of entering training programs and its effects on training outcomes”, Dissertation Abstracts, 44, 3564B (University Microfilms No. DA8403528).
Hicks, W.D., and Klimoski, R.J. (1987), “Entry into training programs and its effects on training outcomes: A field experiment”, Academy of Management Journal, 30, 542-552.
Hill, C.A. (1987), “Affiliation motivation: People who need people…but in different ways”, Journal of Personality and Social Psychology, 52, 1008-1018.
Huczynski, A.A., and Lewis, J.W. (1980), “An empirical study into the learning transfer process in management training”, Journal of Management Studies, 17, 227-240.
Hutchison, S., and Garstka, M. (1996), “Sources of Perceived organizational support: Goal setting and feedback”, Journal of Applied Psychology, 26, 1351-1366.
Ilgen, D.R., Fisher, C.D., and Taylor, M.S. (1979), “Consequences of individual feedback on behavior in organizations”, Journal of Applied Psychology, 64, 349-371.
Jones, B., Flynn, D.M., and Kelloway, E.K. (1995), “Perception of support from the organization in relation to work stress, satisfaction, and commitment. In S.L. Sauter & L.R. Murphy (Eds.), Organizational risk factors for job stress (41-52). Washington, DC: American Psychological Association.
Kiesler, C.A. (1971), The psychology of commitment: experiments linking behavior to belief, New York: Academic Press.
Komacki, J., Heinzemann, A.T., and Lawson, L. (1980), “Effects of training and feedback: component analysis of a behavioral safety program”, Journal of Applied Psychology, 65, 261-70.
Kottke, J.L., and Sharafinski, C.E. (1988), “Measuring perceived supervisory and organizational support. Education and Psychological Measurement, 48, 1075-1079.
Kraiger, K., Ford, J.K., and Salas, E. (1993), “Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation”, Journal of Applied Psychology, 78, 311-328.
Levinson, H. (1965), “Reciprocation: The relationship between man and organization”, Administrative Science Quarterly, 9, 370-390.
Maier, N.R.F. (1973), Psychology in industrial organizations, Boston: Houghton Mifflin.
March, J.G., and Simon, H.A. (1958), Organizations, New York: Wiley.
Martocchio, J.J. (1992), “Microcomputer usage as an opportunity: The influence of context in employee training”, Personnel Psychology, 45, 529-552.
Martocchio, J.J., and Webster, J. (1992), “Effects of feedback and cognitive playfulness on performance in microcomputer software training”, Personnel Psychology, 45, 553-578.
Marx, R.D. (1986), “Improving management development through relapse prevention strategies”, Journal of Management Development, 5(2), 27-40.
Mathieu, J.E., and Tannenbaum, S.I., and Salas, E. (1992), “Influences of individual and situations characteristics on measures of training effectiveness”, Academy of Management Journal, 35, 828-847.
Mathieu, J.E., Martineau, J.W., and Tannenbaum, S.I. (1993), “Individual and situational influences on the development of self-efficacy: Implications for training effectiveness”, Personnel Psychology, 46, 125-147.
Mathieu, J.E., and Martineau, J.W. (1997), “Individual and situational influences on training motivation”, in Ford, J.K., Kozlowski, S.W.J., Kraigner, K., Salas, E., and Teachout, M.S. (Eds), Improving training effectiveness in work organizations, Erlbaum, Mahwah, NJ, 193-221.
Michalak DF. (1981), “The neglected half of training”, Training and Development Journal, 35(5), 22-28.
Moitra, S. (1976), “A pre-program evaluation model determining training effectiveness based on expectancy theory of work motivation”, Dissertation Abstracts, 42, 1455B (University Microfilms No. 77-18, 182).
Noe, R.A. (1986), “Trainees’ attributes and attitudes: Neglected influences on training effectiveness”, Academy of Management Review, 11, 736-749.
Noe, R.A., and Schmitt, N. (1986), “The influence of trainee attitudes on training effectiveness: Test of a model”, Personnel Psychology, 39, 497-523.
Noe, R.A., and Wilk, S.L. (1993), “Investigation of the factors that influence employees’ participation in development activities”, Journal of Applied Psychology, 78, 291-302.
Pfeffer, J. (1981), “Management as symbolic action: The creation and maintenance of organizational paradigms”, Research in Organizational Behavior, 3, 1-52.
Porter, L., and Lawler, E. (1968), Managerial attitudes and performance, Homewood, IL:Irwin.
Quinones, M.A. (1995), “Pre-training context effects: Training assignment as feedback”, Journal of Applied Psychology, 80, 226-238.
Quinones, M.A. (1997), “Contextual influences on training effectiveness”, in Quinones, M.A. and Ehrenstein, A. (Eds.), Training for a rapidly changing workplace: Applications of psychological research, American Psychological Association, Washington, DC, 177-199.
Reber, R.A., and Wallin, J.A. (1984), “The effects of training, goal setting, and knowledge of results on safe behavior: A component analysis”, Academy of Management Journal, 27, 544-560.
Rhoades, L., and Eisenberger, R. (2002), “Perceived Organizational Support: A review of the literature”, Journal of Applied Psychology, 87, 698-714.
Robblee, M. (1998), Confronting the threat of organizational downsizing:Coping and health. Unpublished master’s thesis, Carleton University, Ottawa, Ontario, Canada.
Robertson, I., and Downs, S. (1979), “Learning and the prediction of performance: Development of trainability testing in the United Kingdom”, Journal of Applied Psychology, 64, 42-50.
Robinson, S.L., and Wolfe Morrison, E.W. (1995), “Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior, American Sociological Review, 16,289-298.
Rouillier, J. Z., and Goldstein, I. L. (1993), “The relationship between organizational transfer climate and positive transfer of training”, Human Resource Development Quarterly, 4, 337-390.
Rousseau, D.M. (1989), “Psychological and implied contracts in organizations”, Employee Responsibilities and Rights Journal, 2, 121-139.
Rousseau, D.M. (1990), “New hire perceptions of their own and their employer’s obligations: A study of psychological contract”, Journal of Organizational Behavior, 11, 389-400.
Rousseau, D.M., and Parks, J.M. (1993), “The contracts of individuals and organizations”, In L. L. Cummings & B.M. Staw (Eds.), Research in organizational behavior (15, 1-47), Greenwich, CT: JAI Press.
Ryman, D. H., and Biersner, R.J. (1975), “Attitudes predictive of diving success”, Personnel Psychology, 28, 181-188.
Saari, L.M., Johnson, T.R., Mclaughlin, S.D., and Zimmerle, D.M. (1988), “A survey of management training and education practices in U.S. companies”, Personnel Psychology, 41, 731-743.
Salancik, G.R. (1977), “Commitment and the control of organizational behavior and belief”, In B.M. Staw & G.R. Salancik (Eds), New directions in organizational behavior: 1-54. Chicago: St. Clair Press.
Salancik, G.R., and Pfeffer, J. (1978), “A social information processing approach to job attitudes and task design”, Administrative Science Quarterly, 23, 224-243.
Salinger R. (1973), Disincentives to effective employee training and development, U.S. Civil Service Commission.
Shore, L.M., and Shore, T.H. (1995), “Perceived organizational support and organization justice, In R. Cropanzano & M. Kacmar (Eds.), Organizational politics, justice and support: Managing the social climate in the work place (pp. 149-164), Westport, CT: Quorum Books.
Settoon, R.P., Bennett, N., and Liden, R.C. (1996), “Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity, Journal of Applied Psychology, 81, 219-227.
Siegel, A.L., and Ruh, R.A. (1973), “Job involvement, participation in decision making, personal background, and job behavior”, Organizational Behavior and Human Performance, 9, 318-327.
Staw, B.M., Sandelands, L.E., and Dutton, J.E. (1981), “Threat-rigidity effects in organizational behavior: A multilevel analysis”, Administrative Science Quarterly, 26, 501-524.
Steers, R.M., and Porter, L.W., (Eds.) (1975), Motivation and work behavior, New York: McGraw-Hill.
Tang, T.L.P., and Baumeister, R.F. (1984), “Effects of personal values, perceived surveillance, and task labels on task preference: The ideology of turning play into work”, Journal of Applied Psychology, 69, 99-106.
Tannenbaum, S.I., and Yukl, G.A. (1992), “Training and development in work organizations”, Annual Review of Psychology, 43, 399-441.
Tracey, J.B., Timothy, R., and Mathieu, J.E. (2001), “The influence of individual characteristics and the work environment on varying levels of training outcomes”, Human Resource Development Quarterly, 12, 5-23.
Tsai, W.C., and Tai, W.T. (2003), “Perceived importance as a mediator or the relationship between training assignment and training motivation”, Personnel Review, 32, 151-163.
Vroom, V.H. (1964), Work and motivation, New York: Wiley.
Wayne, S.J., Shore, L.M., Bommer, W.H., and Tetrick, L.E. (2002), “The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange”, Journal of Applied Psychology, 87, 590-598.
Wayne, S.J., Shore, L.M., and Liden, R.C. (1997), “Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
Wexley, K.N., and Nemeroff, W. (1975), “Effectiveness of positive reinforcement and goal setting as methods of management development”, Journal of Applied Psychology, 64, 239-246.
Wexley, K.N., and Latham, G. P. (1981), Developing and training human resources in organizations, Glenview, IL: Scott Foresman, & Company.
Wexley, K.N., and Baldwin, T.T. (1986), “Post-training strategies for facilitating positive transfer: An empirical exploration”, Academy of Management Journal, 29, 503-520.
Wexley, K.N., and Latham, G. P. (1991), Developing and training human resources in organizations, 2nd ed. New York: Harper Collins.

指導教授

蔡維奇(Wei-Chi Tsai)

審核日期

2003-7-10

推文